Faktor-Faktor Penentu Retensi Karyawan pada Perusahaan Multinasional di Indonesia
DOI:
https://doi.org/10.26740/cjpp.v13n02.p570-580Keywords:
Retensi karyawan, kompensasi, pengembangan karier, kepemimpinan inklusif, budaya organisasiAbstract
Retensi karyawan menjadi isu strategis di tengah meningkatnya persaingan global dan fenomena perang talenta yang mendorong perusahaan untuk mempertahankan sumber daya manusia berkualitas. Penelitian ini bertujuan untuk mengidentifikasi faktor-faktor kunci yang memengaruhi retensi karyawan serta menganalisis faktor yang paling dominan pada perusahaan multinasional (MNC) di Indonesia. Metode penelitian yang digunakan adalah studi literatur dengan pendekatan systematic review mengacu pada kerangka PRISMA. Data diperoleh melalui penelusuran pada basis data akademik seperti Scopus dan Google Scholar dengan bantuan software Publish or Perish 8. Dari 100 artikel awal yang teridentifikasi, terpilih 10 artikel relevan dalam rentang tahun 2015–2025 untuk dianalisis secara tematik. Hasil sintesis literatur menunjukkan bahwa terdapat empat faktor utama yang secara konsisten memengaruhi retensi karyawan di MNC Indonesia, yaitu: kompensasi dan kesejahteraan karyawan; pengembangan karier dan jalur pertumbuhan yang jelas; gaya kepemimpinan yang inklusif; serta budaya organisasi yang positif. Di antara faktor-faktor tersebut, kompensasi dan pengembangan karier ditemukan sebagai faktor paling dominan yang berpengaruh langsung terhadap keputusan karyawan untuk bertahan, sementara kepuasan kerja dan loyalitas berperan sebagai variabel mediasi penting. Temuan ini memberikan implikasi praktis bagi manajemen SDM dalam merancang strategi retensi yang lebih efektif dan kontekstual di lingkungan MNC Indonesia.
Abstract
Employee retention has become a strategic issue amid increasing global competition and the war for talent, which compels organizations to retain high-quality human capital. This study aims to identify key factors influencing employee retention and to analyze the most dominant factors within multinational companies (MNCs) operating in Indonesia. This research employs a systematic literature review approach guided by the PRISMA framework. Data were collected from academic databases such as Scopus and Google Scholar using Publish or Perish 8 software. From 100 identified articles, 10 relevant studies published between 2015 and 2025 were selected and analyzed thematically. The findings reveal four major factors consistently influencing employee retention in Indonesian MNCs: compensation and employee well-being; career development and clear growth pathways; inclusive and supportive leadership styles; and positive and fair organizational culture. Among these factors, compensation and career development emerge as the most dominant determinants directly affecting employees’ decisions to remain in the organization, while job satisfaction, loyalty, and employee engagement function as significant mediating variables. These findings provide practical implications for HR management in designing more effective and contextually relevant retention strategies within multinational companies in Indonesia.
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